Regional Director of Field Operations

Job Summary:

Regional Directors supervise up to 40 total Technicians, Senior Technicians, and Lead Technicians and may have one or more deputies. Their greatest responsibility is leadership of their team in support of objectives
established by company executives. Regional Directors report to the Chief Operating Officer (COO).

Supervisory Responsibilities:

• Our mission is to secure the world respective to each of our clients by deterring, detecting, and defending against threats with the utmost professionalism while maintaining exceptional client relationships governed by our core values of Dedication, Honor, and Integrity. Demonstrate passion for our mission and foster it within your team.
  

• Our culture is defined by the values on our MISSION: EXCELLENCE Medallion: Dedication, Honor, Integrity, Quality, Performance, Safety, Professionalism, Communication, The Orion Way, Elite Execution, Protect Your World, Own Your Role, and Customer Satisfaction. Lead by example through adherence to these values. Promote our culture within your team.
  

• 
  Screen potential new team members for cultural fit. Weave the language of our culture into your daily communications and feedback to your team members. Incorporate dedication to cultural values into performance reviews of your subordinates and recommendations for promotion.
  

• Know your team members well. Understand their strengths and weaknesses. Set your team up for success by assigning work in alignment with technical and leadership abilities and ensuring additional support and resources are available where gaps exist.
  

• Lead your team as a cohesive unit.  Embrace responsibility for the individual and collective performance of your team members. Foster teamwork and motivate your employees to help each other. Develop and sustain their sense of team and ownership of all team outcomes regardless of individual contribution. If an individual project is challenged, everyone on your team should want to help.  When projects are doing well, everyone should take credit and be proud of the team, even if individually they were not directly involved. 
  

• Flex between accountable and inspirational leadership styles in accordance with leadership objectives and team member needs. Hold team members accountable for motivation, behavior, safety, and compliance with company policy. Inspire them to learn, grow, and perform at peak ability. 
  

• With support from Human Resources, create and evolve professional development plans tailored for each of your direct reports. Find the growth edges of your team members and make sure they understand their developmental next steps. Our goal is for each team member to progress as quickly as their experience and learning rate permits. Rank is not a proxy for ability or performance. Communicate uniform and fair expectations for each rank and hold team members accountable for performance in accordance with their rank.
  

• Screen new hires for the potential to perform at the Lead Technician III level. Build an expectation for advancement within our technician corps. Develop an understanding that technicians will either push themselves or be pushed to develop technically and take on more responsibility over time.
  Lack of ambition is not part of our culture. 
  

• Leverage your understanding of our technician corps to shape company policies for greatest effect in achieving our mission and strategic goals. Advocate for policy changes where you perceive opportunities to improve.
  Accept that not all policies will be ideal for human and other reasons and hold your team accountable for compliance even when you believe better solutions exist.
  

Duties/Responsibilities:

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